Suspension Protocol - June 2026
In this section
- 9. Sickness absence during suspension
- 10. Maternity leave during suspension
- 11. Annual leave
- 12. Medical suspension
- 13. Ensuring Equality of Opportunity
- 14.1. APPENDIX 1 - Suspension Checklist for Managers
- 14.2. APPENDIX 2 - Employee Conduct - Guidance for Employees Who Have Been Suspended
- 14.3. APPENDIX 3 - Liaison Officer/Contact Officer
5. Confirmation in writing
The line manager must confirm the details of the suspension in writing to the employee no later than 3 working days following the suspension. A copy of this letter should be sent to the HR Business Partner and will be retained on the employee’s personnel file (See Appendix 2 – Employee Guidance, which accompanies the letter. Advice should be sought from a HR Business Partner regarding the wording of the letter);
If the employee is a trade union member the line manager will send a copy of the suspension letter to the local branch office or the named representative, unless the employee advises otherwise, in writing. In addition, if the employee is a trade union representative a member of the HR team must inform the full-time trade union official of the allegation(s) via the local branch.